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SECTION TWO
SALARY
INFORMATION
2013 saw a one per cent like-for-like decrease in average salary
8 | Oil & Gas Salary Guide
One per cent like-for-like
decrease after three years
of growth
Oil & Gas Salary Guide | 9
SALARIES DECLINE FROM 2012 LEVELS
Raw data
Like-for-like data
-10%
-8%
-6%
-4%
-2%
0%
2%
4%
6%
8%
10%
2010 2011 2012 2013
Like-for-like data takes into consideration respondent demographic changes.
SALARY INFORMATION
Salary Overview
10 | Oil & Gas Salary Guide
This past year we saw the like-for-like average permanent salary of
survey respondents fall to $81,184*, a one per cent decline from last year’s
average salary of $81,924.
This represents perhaps a well needed correction after two prior years of
significant salary increases.
While the headline decline is significant, the individual country figures
portray the numerous forces shaping remuneration in the industry.
Whether they are successes or issues stemming from geology, politics,
the environment, the economy or in some cases armed conflict, each
country’s salary tells a story:
• Australia saw flat to slightly declining average salaries after a number of
years of unsustainable growth in wages had started to threaten the
financial viability of some projects.
• Southeast Asia saw declines in China, Indonesia and Malaysia due to
downward pressure on expat salaries, while Singapore remained
relatively strong.
• The Middle East was flat to slightly declining except for Qatar due to its
increased upstream and downstream activity.
• Russia and CIS were flat to lower due to less reliance on expats as was
most of Africa.
• Continental Europe was flat to declining as supply and demand of
workers was largely in equilibrium, but in places like Poland there was a
reduced need for expats. UK and North Sea salaries were also flat to
slightly declining year-over-year.
• Brazil had a second consecutive decline after several years of upwardly
spiraling salaries, as further delays in activity reduced the demand for
workers. Argentina and Venezuela also saw salaries decline, whereas
Colombia a bright spot.
• Canada saw relatively flat salaries as transportation bottlenecks to the US
caused jitters in prices and shook investor confidence. US salaries decreased
to 2010 levels as low natural gas prices depressed onshore drilling.
Looking forward
At the time of writing the price of oil remained comfortably above $90/
bbl and natural gas in the US has rebounded to well over $4/mcf. There
is some doubt creeping into the market driven by the possibility of falling
prices due to tepid global demand and the impact of increased
production from countries such as the US, Iran, Iraq and Libya. If so, it
will be interesting to see whether OPEC takes steps to prop up prices to
their desired benchmark by curtailing their production.
However, the consensus view is that the US will continue to experience
good economic growth and the economies of the UK and other parts of
Europe are poised to have improved years. Australia may also have hit
its bottom as China’s manufacturing output and therefore demand for
coal and metals rebounds. In this scenario, energy prices should continue
to remain within a relatively narrow band between $90-110/bbl, perhaps
with upside, which would drive increased spending in 2014, perhaps on
the order of 5 per cent over 2013 levels.
Assuming this happens in 2014, we would expect salaries to rise in the 5
per cent range, but with a wide variation between disciplines and
countries.
ANNUAL SALARIES
BY COUNTRY
Local average
annual salary
Imported average
annual salary
Algeria 39,600 96,700
Angola 51,300 110,600
Argentina 75,800 106,900
Australia 163,700 164,000
Azerbaijan 54,800 133,800
Bahrain 34,000 69,300
Brazil 90,600 125,800
Brunei 99,300 119,400
Canada 130,000 119,200
China 62,900 125,600
Colombia 100,300 137,000
Denmark 98,800 115,200
Egypt 37,500 105,200
France 101,200 103,300
Ghana 26,800 128,500
India 37,700 63,700
Indonesia 41,900 129,600
Iran 39,800 83,700
Iraq 49,100 114,500
Italy 66,100 86,100
Kazakhstan 38,900 117,000
Kuwait 79,600 84,600
Libya 36,000 68,700
Malaysia 47,900 115,400
Mexico 79,600 132,700
Netherlands 111,000 101,500
New Zealand 100,800 127,700
Nigeria 48,500 129,800
Norway 179,200 110,400
Oman 87,800 90,000
Pakistan 32,200 93,500
Papua New Guinea 52,900 99,800
Philippines 30,000 120,100
Poland 36,400 58,200
Portugal 75,400 106,000
Qatar 47,200 84,000
Romania 33,800 103,900
Russia 68,300 127,000
Saudi Arabia 58,400 76,600
Singapore 86,400 97,600
South Africa 63,100 76,300
South Korea 70,000 156,500
Spain 66,900 94,100
Sudan 24,100 77,600
Thailand 59,300 143,200
Trinidad and Tobago 59,000 80,400
Turkey 50,400 77,000
United Arab Emirates 65,100 80,000
United Kingdom 91,100 91,800
United States of America 111,800 118,100
Venezuela 50,000 85,600
Vietnam 26,600 142,200
Yemen 36,300 150,200
The like-for-like global
average salary for 2013 was
$81,184; broken down this
translates to local talent
average of $68,900 and
imported talent average of
$100,600
*Respondents were asked to provide their base salary only in US dollars
equivalent, converting foreign currency into US dollars at the time of responding.
SALARY INFORMATION
Salaries by Discipline Area
Contractor Day Rates
Oil & Gas Salary Guide | 11
ANNUAL SALARIES
BY DISCIPLINE AREA
Operator/
Technician Graduate Intermediate Senior
Manager
Lead/
Principal
Vice
President/
Director
Business Development/Commercial 53,600 36,000 41,800 59,700 101,100 168,100
Construction/Installation 61,000 37,000 54,500 76,800 105,700 188,000
Downstream Operations Management 55,000 42,000 50,000 83,700 92,000 163,400
Drilling 65,200 37,000 67,900 86,900 125,800 199,900
Electrical 61,200 38,100 48,500 70,100 87,200 N/A
Estimator/Cost Engineer 35,000 30,000 46,700 74,000 102,000 N/A
Geoscience 60,000 45,000 56,000 95,400 137,100 222,300
Health, Safety and Environment (HSE) 42,500 34,500 55,800 71,800 94,500 182,300
Logistics 55,900 31,300 35,000 65,000 85,000 116,900
Marine/Naval 72,000 32,900 67,600 80,300 98,200 175,000
Mechanical 50,000 38,000 42,600 69,200 87,100 102,000
Piping 47,000 34,000 43,000 59,900 86,900 N/A
Process (chemical) 49,400 38,900 46,200 73,700 113,000 125,400
Production Management 55,800 32,400 52,100 79,600 109,700 242,200
Project Controls 55,000 40,000 50,600 72,600 111,200 156,500
Quality Assurance/Quality Control (QA/QC) 49,300 36,500 53,700 60,000 92,900 134,000
Reservoir/Petroleum Engineering 45,900 44,800 67,800 105,700 131,900 262,800
Structural 57,700 36,000 41,800 73,000 93,000 204,100
Subsea/Pipelines 54,200 41,400 62,400 89,100 134,500 199,000
Supply Chain/Procurement 45,600 31,900 53,800 72,100 86,600 186,800
Technical Safety 61,300 35,000 60,700 74,300 115,200 185,000
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Breaking down the data into disciplines and comparing against last year’s
figures highlights the efects of the factors discussed in Section One.
In general, high demand skills like reservoir/petroleum engineering and
subsea engineering continued to see an increase in salary. So did skills in
unconventional exploration and production.
Conversely, most other disciplines realized flat or single digit declines in
their salaries.
Salary declines occurred more or less uniformly across all levels of seniority.
Most disciplines realised flat
or single digit declines in
their salaries
CONTRACTOR DAY RATES
BY REGION
Operator/
Technician Intermediate Senior
Manager Lead/
Principal
Vice President/
Director
Australasia 700 660 910 1,190 1,160
North East Asia 230 220 450 700 1,030
South East Asia 210 150 230 310 630
Eastern Europe 270 180 350 460 N/A
Northern Europe 340 330 660 880 1,120
Russia and CIS 270 190 540 700 760
Western Europe 370 440 630 810 1,020
Middle East 280 250 350 500 990
East/South Africa 240 270 440 570 N/A
North Africa 280 250 350 470 N/A
West Africa 290 270 500 620 N/A
North America 440 600 660 790 930
South America 370 280 380 630 910
Like permanent salaries, contractor day rates were largely flat or
declining across regions and levels of seniority
12 | Oil & Gas Salary Guide
SALARY INFORMATION
Salaries by Company Type
Background for this section
Only where the sample size is large enough have we listed figures in these tables. Where not enough responses were received, entries are returned as N/A.
Permanent staff salaries are the figures returned by respondents as their base salary in US dollar equivalent figures (respondents were asked to
convert their salary into US dollars using xe.com at the time of responding) excluding one-off bonuses, pension, share options and other non-cash
benefits, for those working on a yearly payroll. Those on a daily payroll are extracted and listed separately.
The average salaries listed under local labour are representative of respondents based in their country of origin. Salaries listed under imported labour
are representative of those who are working in that country but originate from another.
Contractor rates are listed as US dollar equivalent day rates as listed by respondents.
ANNUAL SALARIES
BY COMPANY TYPE
Operator/
Technician Graduate Intermediate Senior
Manager
Lead/
Principal
Vice
President/
Director
Consultancy 51,000 41,200 46,600 80,000 111,200 155,300
Contractor 67,600 40,600 55,600 67,700 98,300 167,000
EPCM 57,000 43,500 49,000 78,300 117,800 172,400
Equipment Manufacture and Supply 47,700 37,000 45,300 60,300 75,800 140,000
Global Super Major 75,900 63,000 76,600 101,600 124,300 210,000
Oil Field Services 53,000 39,300 54,500 65,000 86,700 166,000
Operator 58,500 43,500 65,000 101,300 145,500 234,500
SALARY CHANGES BY COMPANY TYPE
Consultancy Contractor EPCM Equipment
Manufacture
and Supply
Global
Super Major
Oil Field
Services
Operator
$0
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
2013
2011
2012
2010
All company types experienced single digit declines in average salary from
last year, and salaries are broadly back to 2011 levels.
In terms of the magnitude of
base salary by company type,
Global Super Majors and other
Operators continue to lead the
pack, as expected
Oil & Gas Salary Guide | 13
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Oil & Gas Salary Guide | 13
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SECTION THREE
INDUSTRY BENEFITS
Bonuses continue to dominate benefits packages in a bid to attract
top talent, while keeping salaries from escalating
14 | Oil & Gas Salary Guide
Bonuses remain the most popular
benefit ofered by companies,
however health plans are on the rise
Oil & Gas Salary Guide | 15
TOP FIVE BENEFITS RECEIVED OVER FOUR YEARS
2010 2011 2012 2013
Bonuses 36.7% 38.1% 42.8% 42.8%
Health plan 25.7% 27.9% 32.4% 33.2%
Home leave allowance/flights 19.1% 21.2% 23.9% 24.0%
Hardship 20.6% 21.7% 24.3% 22.8%
Housing 20.0% 20.4% 24.5% 23.0%
16 | Oil & Gas Salary Guide
INDUSTRY BENEFITS
Overview of Industry Benefits
Once again the number of people receiving benefits has increased.
Compared to 2012, we have seen a two per cent increase in the number
of people receiving benefits.
As candidate shortages continue to rise, it is evident that employers are
utilising benefits such as bonuses as a mechanism for attracting top
talent. Despite this increase, there is a still a significant portion of oil and
gas professionals not receiving benefits (33 per cent) worldwide.
Employers who utilise their benefits as a key selling feature may be able
to more effectively target this candidate pool in their recruitment plans.
Bonuses once again rank as the number one benefit offered by
employers, staying steady with 2013 at 42.8 per cent. Bonuses,
particularly those directly relating to performance can be a strong
motivator.
What is most notable about this year’s results is the increase in health
plans. Health plans have consistently been ranked second next to bonuses.
However, for the first time health plans rank first in North America.
Background: The bar chart shows two figures related to benefits that
employees in the oil and gas industry receive. The first figure represents the
percentage of respondents that receive that particular benefit, i.e. 42.8 per
cent of respondents receive some sort of bonus. The second figure
represents the value of that benefit stated as a percentage of their overall
package for those that receive it, which in the case of bonuses is 15.9 per
cent.
15.9%
16.0%
10.2%
16.5%
13.1%
13.0%
11.6%
13.2%
14.5%
17.0%
11.7%
15.1%
18.8%
18.6%
14.8%
42.8%
10.2%
8.9%
8.4%
11.4%
18%
20.8%
7.9%
33.2%
10.6%
24%
14.7%
22.8%
18.6%
23%
33.28%
Bonuses
Hardship
allowance
Commission
Hazardous
danger pay
Tax Assistance
Meal allowance
Pension
Share scheme
Health Plan
Schooling
Car/Transport/
Petrol
Training
Housing
Overtime
Home leave
allowance/
flights
No Benefits
Percentage
that receive
the benefit
Average
percentage of their
total package
OVERVIEW OF INDUSTRY BENEFITS
More people are receiving
benefits than in the past
five years
Oil & Gas Salary Guide | 17
INDUSTRY BENEFITS
Company Benefits
Bonuses top the list as the highest ranked benefit across all company
types, staying consistent with 2012. Global Super Majors and Equipment
Manufacturer & Supplier companies offer pension plans more so than
other company types. On the other hand, EPCM and Oilfield Services
offer more overtime pay.
As candidates move within sectors employers should be mindful of the
benefits professionals are used to receiving and be flexible with their
offerings in order to attract their desired talent.
TOP BENEFITS BY COMPANY TYPE
Overtime
Home leave allowance/flights Overtime
19%
17%
Home leave allowance/flights 22%
17%
Housing
Pension Home leave allowance/flights
21%
22%
Car/Transport/Petrol 22%
20%
No Benefits
No Benefits
No Benefits
No Benefits
32%
24%
23%
32%
Health Plan
Health Plan Health Plan
26%
31%
Pension 25%
28%
Car/Transport/Petrol
Meal allowance Housing
20%
18%
Housing 23%
19%
Home leave allowance/flights
Car/Transport/Petrol Car/Transport/Petrol
21%
28%
Health Plan 35%
20%
Bonuses
Bonuses
Bonuses
Bonuses
35%
44%
46%
36%
EPCM/CONTRACTOR
EQUIPMENT MANUFACTURER & SUPPLY
GLOBAL SUPER MAJOR/OPERATOR
OILFIELD SERVICES/CONSULTANCY
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Despite bonuses being the
highest ranked benefit across
all company types, health
plans realised the highest
increase of five per cent
18 | Oil & Gas Salary Guide
INDUSTRY BENEFITS
Regional Benefits
PERCENTAGE OF EMPLOYEES WHO RECEIVE BENEFITS BY REGION
Bonuses are the most popular benefit offered to employees for all
regions bar North and South America. In North America in the last
year, health plans have taken over the number one spot for most
prevalent benefit offered. This could be in response to the recent
US ‘Obama Care’ implementation.
In South America, health plans are again the most popular benefit.
South America also has the lowest number of employees who are not
receiving benefits.
Australasia, although experiencing a small decline in the number of
people receiving benefits, is still above its lowest number in 2010.
The Middle East has seen the highest percentage increase in the number
of people receiving benefits, as benefits are offered to >10 per cent
more people than in 2013. The number of people receiving benefits in
the Middle East currently surpasses the previous high in 2010.
Africa Asia Australasia CIS Europe Middle East North
America
South
America
0%
10%
20%
30%
40%
50%
60%
70%
80%
2013
2011
2012
2010
Middle East, Asia and South
America are the regions
with the fewest number of
oil and gas professionals
without benefits
Oil & Gas Salary Guide | 19
INDUSTRY BENEFITS
Regional Benefits
TOP BENEFITS BY REGION
Meal allowance
Training
Overtime 22%
9%
20%
Housing
Home leave allowance/flights
Housing 25%
12%
25%
No Benefits
No Benefits
No Benefits 29%
44%
23%
Health Plan
Pension
Health Plan 31%
19%
34%
Home leave allowance/flights
Car/Transport/Petrol
Home leave allowance/flights 24%
11%
23%
Car/Transport/Petrol
Health Plan
Car/Transport/Petrol 26%
15%
27%
Bonuses
Bonuses
Bonuses 37%
30%
48%
AFRICA
AUSTRALASIA
Meal allowance 10%
Car/Transport/Petrol 15%
No Benefits 39%
Pension 25%
Overtime 10%
Health Plan 21%
Bonuses 33%
EUROPE
Training 12%
Car/Transport/Petrol 16%
No Benefits 29%
Bonuses 36%
Overtime 16%
Pension 21%
Health Plan 39%
NORTH AMERICA
ASIA
Meal allowance 16%
Health Plan 31%
No Benefits 23%
Home leave allowance/flights 33%
Car/Transport/Petrol 26%
Housing 33%
Bonuses 41%
MIDDLE EAST
Car/Transport/Petrol 16%
Housing 20%
No Benefits 35%
Health Plan 24%
Meal allowance 18%
Home leave allowance/flights 23%
Bonuses 30%
RUSSIA AND CIS
Training 17%
Car/Transport/Petrol 19%
No Benefits 22%
Bonuses 40%
Pension 18%
Meal allowance 25%
Health Plan 46%
SOUTH AMERICA
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SECTION FOUR
INDUSTRY
EMPLOYMENT
Plans for increasing stafng levels stays consistent with 2012
20 | Oil & Gas Salary Guide
0%
20%
40%
60%
80%
100%
2009 2010 2011 2012 2013
12.6%
12.7%
27.0%
34.2%
13.5%
13.9%
14.7%
34.1%
27.6%
9.7%
26.1%
25.3%
20.9%
23.3%
24.8%
22.9%
23.9%
23.2%
22.3%
23.8%
24.7%
23.5%
CONFIDENCE THAT STAFFING LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
Remain static
Increase between 5-10%
Decrease
Increase up to 5%
Increase more than 10%
>70 per cent of employers plan to increase headcount in 2014
2010 2011 2012 2013 2014
Oil & Gas Salary Guide | 21
INDUSTRY EMPLOYMENT
Stafng Levels
Projected headcount growth remains on par with the previous two
years. We have seen three years of consistently optimistic expectations
of headcount growth, indicative of the relevant confidence in the
industry.
In 2013 there was a slight dip in the number of employers planning to
increase their headcount by more than 10 per cent, reaffirming that
employers are setting realistic expectations for increases in the headcount.
The industry continues to rely heavily on contract workers and
companies expect this to continue and perhaps increase in the future.
PERCENTAGE OF STAFF EMPLOYED ON A
TEMPORARY OR CONTRACT ASSIGNMENT IN 2013
EXPECTATION THAT CONTRACTOR
LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
EXPECTATION THAT EXPAT
LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
41.6%
Increase
43.8%
Increase
40.5%
Remain the same
48.7%
Remain the same
17.9%
Decrease
7.6%
Decrease
None 12.5%
Between 5-20% 34.1%
Up to 5% 12.0%
More than 20% 41.4%
PERCENTAGE OF WORKFORCE
EMPLOYED AS AN EXPAT IN 2013
None 21.4%
Between 5-10% 22.9%
Up to 5% 21.8%
More than 10% 33.9%
AREAS IN WHICH CONTRACTORS
ARE EMPLOYED IN OIL AND GAS
Always Sometimes Never
Operations, Maintenance & Production
Petrochemicals
Project Controls
HSE & QAQC
Geoscience & Petroleum Engineering
Equipment & Supply
Engineering & Design
Drilling & Well Delivery
Subsea & Pipelines
45.4% 37.9% 16.6%
37.1% 36.3% 26.5%
40.4% 46.1% 13.5%
45.9% 38.9% 15.1%
27.7% 44.6% 27.7%
33.6% 43.6% 22.8%
38.1% 43.1% 18.8%
28.7% 40.9% 30.4%
34.1% 43.2% 22.7%
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On average, companies
rely less on expat
workers than in 2012.
22 | Oil & Gas Salary Guide
INDUSTRY EMPLOYMENT
Diversity and Movement of Workforce
A new generation has arrived and is now embedded in the world of
work. Generation Y (Gen Y) – those born between 1983 and 1995 –
now represent a significant and increasing percentage of the global
labour market. As the Baby Boomers and Gen X start to leave the
workforce, this generation will take over the reigns and be responsible
for leading the worldwide economy.
Research recently conducted by Hays sheds some light on Gen Y’s
attitudes to issues surrounding their work and careers: what attracts
them to a potential employer and what makes them stay such as
reward, training and work/life balance; what they look for in an ideal
boss; what they regard as key indicators of career success; and how
they relate to social media and emerging technology.
It’s probably not surprising that our research shows that Gen Y across
the globe differs from prior generations in terms of their needs and
aspirations in the workplace. By and large, they look for a more
engaging employee value proposition than prior generations, and
value flexibility in when and where they work.
However, our research also shows that Gen Y differs considerably from
region to region and from country to country. For instance, while all
Gen Y’s want to be compensated appropriately, wealth creation is much
more important to those in China than Gen Y in the UK or US where
work/life balance and job satisfaction are equally important.
In contrast, Gen Y in Japan view job security as the most important
indicator of career success. Gen Y in the US are more motivated by
making a difference to society than any other country surveyed,
whereas Gen Y UK are the most motivated by interesting work and
coming up with solutions, and workers in China value public recognition.
In terms of an ideal boss, Gen Y in the UK and US seek coaching,
mentoring and leadership, whereas in China and Japan they are more
interested in their boss being a confidant and an allocator of work.
In the oil and gas industry, the aging workforce and the increasing demand
for highly skilled professionals has created skills shortages in many
disciplines and in many parts of the world. In fact, our survey shows that
skills shortages are now the most important issue facing companies today.
Gen Y workers will play an increasingly important role in solving the
industry’s skill shortages. Therefore it is critical for companies and their HR
departments to understand what motivates Gen Y so that they can most
effectively attract, motivate and retain them.
6.6%
7.3%
19.1%
22.7%
15.5%
11.5%
4.2%
8.5%
18.4%
8.6%
2.1%
11.3%
4.9%
0.3%
4.5%
92.7%
13.7%
17.6%
14.4%
13.7%
95.8%
11.4%
81.6%
10.1%
4.7%
88.7%
7.8%
2.0%
10.7%
89.3%
Australasia
24 and under
Asia
25-29
8.4%
91.6%
Africa
30-34
10.8%
89.2%
Europe
35-39
13.2%
86.8%
Russia and CIS
40-44
Middle East
45-49
North America
50-54
60-64
South America
55-59
65 and over
Male
Male
Female
Female
REGIONAL GENDER DIFFERENCES
DIVERSITY OF STAFF
INSIGHT INTO GENERATION Y
AGE DEMOGRAPHICS
Women and younger workers
make up more of the oil and gas
industry workforce than last year
Oil & Gas Salary Guide | 23
INDUSTRY EMPLOYMENT
Diversity and Movement of Workforce
33.2% 66.8%
22.7% 77.3%
34.7% 65.3%
31.4% 68.6% Australasia
49.6% 50.4% Asia
27.5% 72.5% Africa
48.5% 51.5% Europe
38.0% 62.0% Russia and CIS
Middle East
North America
South America
Working overseas Working in home country
WORKING OVERSEAS VERSUS WORKING IN HOME COUNTRY
86.5% 13.5%
26.5% 73.5%
26.0% 74.0%
47.4% 52.6% Australasia
23.0% 77.0% Asia
28.4% 71.6% Africa
30.5% 69.5% Europe
50.8% 49.2% Russia and CIS
Middle East
North America
South America
Imported labour Local labour
IMPORTED WORKFORCE VERSUS LOCAL WORKFORCE
MOVEMENT OF THE WORKFORCE
AGE DEMOGRAPHICS
WORKING AT HOME OR ABROAD
62%
Home
38%
Abroad
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Middle East dominated
by expatriates
Europe and Asia remain the
primary export of talent
24 | Oil & Gas Salary Guide
INDUSTRY EMPLOYMENT
Experience and Tenure
This year has seen a significant increase in the number of workers new
to the industry as companies are hiring more college graduates as well
as experienced workers to join their business from other industries.
However, years of experience of professionals within their current roles
have largely stayed the same with previous years.
With the baby boomer generation nearing retirement we could see an
exodus of professionals leaving the industry with vast knowledge and
skill sets. Employers can address this impending issue with appropriate
training and succession planning.
YEARS OF EXPERIENCE IN THE OIL AND GAS INDUSTRY
TIME IN CURRENT ROLE
YEARS OF EXPERIENCE FOR SPECIFIC DISCIPLINE AREAS
20+ years 10-19 years 5-9 years 0-4 years
Construction/
Installation
Project
Controls
Geoscience
Subsea/
Pipelines
36.0%
26.5%
23.0%
22.4%
26.4%
24.7%
30.1%
21.4%
16.2%
24.7%
19.0%
29.8%
21.4%
24.1%
27.9%
26.5%
35.6%
0-4 years
23.1%
5-9 years
21.7%
10-19 years
19.5%
20+ years
0%
20%
40%
60%
80%
100%
2011 2012 2013
26.0%
25.0%
28.7%
12.0%
8.3%
24.6%
29.2%
24.7%
13.7%
7.7%
23.4%
26.6%
24.9%
15.6%
9.5%
6 - 10 years
1-2 years
10+ years
3-5 years
Less than 1 year
Oil & Gas Salary Guide | 25
INCREASE IN HAYS JOB SEEKER MOBILE TRAFFIC 2012 VS 2013
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150%
200%
250%
Job seeker mobile trafc usage
INDUSTRY EMPLOYMENT
Recruiting in the Digital Space
The following chart indicates the top three ways in which oil and gas
professionals find new jobs. Recruiting in the digital age means employers
need to cover all basis, having their jobs posted on multiple channels, so
that job seekers can easily navigate the job market.
Social media is obviously an important space to be in when targeting job
seekers. In addition to this however, recruiting in the digital space means
reaching your audiences when and where they are available and there may
be no better direct route then mobile technology. In a recent iMomentous
report, 36 per cent of Fortune 500 companies have a mobile website, yet
only 5 per cent permit applying via mobile capabilities. A Simply Hired
survey found that mobile users click on 60 per cent more jobs and spend
27 per cent more time looking at jobs. By not having your jobs in a mobile
environment could result in employers missing out on active candidates.
THE RISE OF ONLINE JOB BOARDS FOR JOB SEEKERS
MOBILE RECRUITING
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65 per cent of Hays countries
have experienced between
100 and 200 per cent+
increase in mobile trafc
compared to last year
85%
75%
69%
Online search Traditional networking Job board
Source: Study by Oil and Gas Jobsearch
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26 | Oil & Gas Salary Guide
INDUSTRY EMPLOYMENT
Employment Mix
Permanent hiring is at an all-time high compared to the results of our
past four salary guides. Areas where we are seeing the highest spike in
permanent staff levels are Global Super Majors and Operators. Both of
which are up by approximately 10 per cent compared to 2012.
Of note, Equipment Manufacturer & Suppliers were the only company
type to experience flat or declining percentages of permanent workers.
However, their permanent workforce percentage remains the highest out
of all company types.
EMPLOYMENT MIX BY COMPANY TYPE
Contractors
Consultancy
51.9%
50.6%
2.8%
3.3%
25.2%
27.3%
20.0%
18.8%
Oil Field Services
66.2% 3.4% 18.0% 12.4%
Equipment Manufacturer
& Supplier
EPCM
79.7%
62.2%
3.2%
1.4%
10.2%
21.7%
6.9%
14.8%
Operators
Global Super Major
69.0%
63.1%
2.2%
1.5%
12.4%
11.4%
16.4%
24.0%
Permanent Permanent/
part-time
Contracted
direct
Contracted
through
agency
Permanent hiring
on the rise
Fewer contractors
were engaged
with agencies
Oil & Gas Salary Guide | 27
INDUSTRY EMPLOYMENT
Employment Mix
PERCENTAGE CHANGE OF EMPLOYMENT TYPE FROM 2012 to 2013
-7.7%
-0.1%
-2.7%
10.5%
GLOBAL SUPER MAJOR
-0.1%
-0.3%
-2.9%
9.1%
EPCM
-3.0%
-0.1%
-2.3%
5.4%
OIL FIELD SERVICES
-3.9%
0.3%
-1.2%
4.8%
CONTRACTORS
-7.8%
0.8%
-2.5%
9.4%
OPERATORS
-0.1%
1.2%
-0.1%
-1.0%
EQUIPMENT MANUFACTURER & SUPPLIER
-7.6%
0.0%
-0.1%
7.6%
CONSULTANCY
Permanent Permanent/part-time Contracted direct Contracted through agency
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SECTION FIVE
INDUSTRY OUTLOOK
Long-term view is relatively strong, particularly for high potential
areas such as Brazil, the Gulf of Mexico, West Africa and the Arctic
28 | Oil & Gas Salary Guide